Motivation project team
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The team interviewed the manager of the Ministry of Finance of Belarus, Iryna, and two employees to understand how different motivation theories apply in practice. Iryna described how she uses Herzberg's two-factor theory to focus on motivating rather than dissatisfying employees. One employee found goal-setting theory most effective as clear goals and feedback helped their work. The other employee was motivated by self-determination theory as the opportunity for further education fulfilled their need for competence. The team concluded different theories motivate individuals differently and made recommendations including expectancy theory.
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Introduction
The goal-setting theory proposes that setting specific and challenging goals can lead to higher task performance and motivation. Developed by Edwin Locke in the 1960s, goal-setting theory has become one of the most influential theories of work motivation. This essay will examine the key principles of goal-setting theory and evaluate the evidence for its effectiveness.
Key Principles of Goal-Setting Theory
According to goal-setting theory, goals work in four key ways to improve performance and motivation:
1. Clarity - Goals need to be clear and specific in order to direct effort and focus attention. Vague or abstract goals are less motivating.
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The document discusses various theories of motivation. It begins by explaining Maslow's hierarchy of needs theory, which proposes that people are motivated to fulfill basic needs first, and then progress to fulfilling higher-level needs for esteem, belonging, and self-actualization. Next, it summarizes McGregor's Theory X and Theory Y, which describe assumptions about employee motivation and the appropriate management styles. It then provides an overview of Herzberg's two-factor theory of motivation and hygiene factors. The document also briefly explains ERG theory and McClelland's theory of needs focused on achievement, power and affiliation. It concludes with discussing implications of these theories for managers in motivating employees.
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Job satisfaction is important for both employees and organizations. It occurs when an individual's job fulfills their values and needs. Dissatisfaction can negatively impact mental health, physical health, employee turnover and absenteeism. Job satisfaction is influenced by both individual characteristics like age, education and gender as well as job characteristics. The study aims to analyze job satisfaction levels at an organization, identify causes of satisfaction and dissatisfaction, and suggest improvements. Primary data collection methods for the study include questionnaires, observation and experiments to understand employee satisfaction.
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The file contains a research proposal written on Employee turnover in Unilever, Pakistan addressing the following problem statement and research queries:
Research Objective:
The purpose of the study is:
‘’To investigate the factors influencing the employees turnover in Unilever Pakistan’’.
Research Questions:
1. To what extent unskilled labor leads to employee turnover?
2. Does work-life balance effects the employee turnover?
3. What contributions wage rate have toward employee turnover?
4. How much influence age have on employee turnover?
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This document highly identifies the causes of high staff turnover and in depth analysis of each cause providing the suitable remedy.
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►www.Youtube.com/MotivationDays
►www.facebook.com/MotivationDays
►www.twitter.com/MotivationDays
►www.Soundcloud.com/MotivationDays
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“A Study on various techniques of motivation of employees”
“A Study on various techniques of motivation of employees”
Factors affecting job satisfaction level of academic staff in pakistan
Factors affecting job satisfaction level of academic staff in pakistan
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Implication of motivational concepts in workplace: A study on selected privat...
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. We will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
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Bafa
Here is a draft essay on the goal-setting theory of motivation:
Introduction
The goal-setting theory proposes that setting specific and challenging goals can lead to higher task performance and motivation. Developed by Edwin Locke in the 1960s, goal-setting theory has become one of the most influential theories of work motivation. This essay will examine the key principles of goal-setting theory and evaluate the evidence for its effectiveness.
Key Principles of Goal-Setting Theory
According to goal-setting theory, goals work in four key ways to improve performance and motivation:
1. Clarity - Goals need to be clear and specific in order to direct effort and focus attention. Vague or abstract goals are less motivating.
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Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Work base Learning Project Lecture # 1
Delia Smith learned to become a successful cook and author through work-based learning experiences like washing dishes in a restaurant kitchen to observe chefs and asking them questions, reading extensively about cooking, and experimenting with different techniques. Research found that most work-based learning is opportunistic and unplanned, occurring through everyday work experiences, but organizations can better support learning through planned activities like mentoring schemes or developmental assignments. Effective transfer of learning depends on both individual and organizational factors.
Business Project.pptx
This document summarizes a student business project on motivating employees. The project aims to understand the importance of motivation within companies and how motivated employees can increase performance, productivity and economic results. It discusses Frederick Herzberg's theory of motivation and factors that motivate employees such as professional development, responsibilities, and recognition. The document also covers advantages like higher productivity and commitment, as well as disadvantages like lack of confidence in management that can impact motivation.
What Is Employee MotivationJenny works at Taco Queen, a popular f.docx
What Is Employee Motivation?
Jenny works at Taco Queen, a popular fast food restaurant. Her boss, Jeremy, has noticed that Jenny hasn't been completing all of her tasks each day. No one else seems to have an issue completing the same tasks on their shifts. Jeremy looks in the corporate handbook, which tells him he should use employee motivation to encourage slacking employees. But what is employee motivation?
Employee motivation
is a factor, or factors, that cause(s) an employee to pursue work tasks or goals. It's what causes you to act in a certain way. There are two primary theories of motivation that are often used by employers: extrinsic motivation and intrinsic motivation. In this lesson, we'll look at these two types of motivation and how employers can use them.
Importance of motivation
Motivation is the bunch of “internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject and to exert persistent effort in attaining a goal”. Being motivated intrinsically means that you take pleasure from what you are doing, and are less concerned with the external rewards.
We have seen employees doing as little as they can, mostly miss deadlines and whatever they do, needs supervision and corrections, while on the other side, there are some who are trying to do their best, putting into their work 100% of effort, do not complain about difficulties, and take them as challenge. Those people are not aliens at all, they are motivated employees.
The significance of motivation in the workplace is high because of the following benefits it provides.
Firstly, motivation puts human resources into action and improves level of efficiency of employees. Every concern requires financial and human resources to accomplish the goals. Having the employees only physically, does not mean that you manage to make full use of it. You need their desire and wish to be there where actually are. The performance of motivated employees is high, which results into: increased productivity and reduced cost of operations. Motivated employee will not try to get by with little effort; will be more oriented on his job. If those workers, who spend most of their time on facebook or other pages, use their potential and keep instead themselves busy with their job, increased productivity will be very conspicuous.
Secondly, motivation leads to the stability of workforce that is very important from the point of view of reputation and goodwill of the company. In order to keep employees loyal, they should feel themselves as part of the organization, feel that they are needed and appreciated. The longer the person works in the organization, more experience he gathers, as say “Old is gold”. When people are willing to work for one organization for a long time, and they do not consider the company as one of the steps of staircase, it will prevent the organization from the high index of turnover and the positive im.
Motivation and productivity in the workplace
This document discusses motivation and productivity in the workplace. It provides an overview of various motivation theories and research studies. Key points include:
- Motivation comes from both intrinsic factors like achievement and extrinsic factors like rewards.
- Herzberg's two-factor theory found motivators like achievement and responsibility increase job satisfaction while hygiene factors like pay prevent dissatisfaction.
- Hackman and Oldham's job characteristics theory identified five job dimensions that influence motivation: skill variety, task identity, task significance, autonomy, and feedback.
Rahul pptt
This document summarizes research on people's perceptions of startup companies and small recruitment agencies. The objective was to understand why some view startups positively and others negatively. Primary research involved interviewing job candidates, while secondary research consisted of cold calls. The research found people have varying views of recruitment agencies depending on their size and reputation. It suggests startups offer opportunities for growth but may have lower pay. Overall, perceptions depend on individual priorities regarding compensation, career development and company size.
Interview Study – Successful Career Change Strategies
How do seasoned executives successfully master career change?
Ernst Bechinie, Executive Coach, has interviewed company owners, executives and professionals
about their experiences. The interviews were done in the time from May 2009 till February 2010.
The following table gives an overview of the participants:
Interview Study – Successful Career Change Strategies
How do seasoned executives successfully master career change?
Ernst Bechinie, Executive Coach, has interviewed company owners, executives and professionals
about their experiences. The interviews were done in the time from May 2009 till February 2010.
Creating Job Enrichment and Equity Theory .pptx
The document discusses job enrichment and equity theory. It defines job enrichment as giving employees greater autonomy and variety to motivate them. Five ways to create job enrichment are outlined, such as increasing skills variety and task significance. Strategies for job enrichment include rotating jobs and combining tasks. Equity theory states that employees identify inequities between themselves and peers and adjust work to make the situation fair. Employees are motivated when they perceive fair treatment and outcomes compared to others. The components of equity theory are inputs, outcomes, and comparison levels in relationships.
Goal Setting Theory Essay
This document provides an overview of goal-setting theory and discusses how it relates to motivation. It begins by defining motivation as the reasons underlying behavior. Goal-setting theory suggests that specific, difficult goals as well as generality of goal effects across contexts. The document evaluates whether goal-setting is effective in engendering positive results regardless of context. It notes that while goals are key to self-regulation, the extent to which goal-setting supports claims of being an effective theory of motivation requires further critical analysis.
UXPA 2023: Start Strong - Lessons learned from associate programs to platform...
Imagine creating experiences for your rookie designers’ first couple years that are rewarding, enriching, and full of learning — without taking all your time or energy to manage. We’ll share techniques any team leader can put into practice using real-life examples from associate programs, apprenticeships, and internships.
Topics include onboarding, varied work challenges, developing multiple capabilities, buddy systems, group sharing, guest speakers, time with executives, and mentorship. We’ll also share how to operationalize learning, soft skills like communication and collaboration, setting boundaries, time management, achieving deep work, and more skills we all wish we were explicitly taught early on.
We’ll focus on modern-day associate programs, but even if you can’t create a full-fledged program, you’ll leave this session with ideas to use with your fledgling professionals. The benefits go beyond efficiency; it’s a foundation for culture, camaraderie, autonomy, and mastery.
Employability presentation Dec 2018
Sonia Shakir from the UK National Agency presented at Learning Networks on 5 December, sharing thoughts from the NA and facilitating the session. Alongside her, Sara Southam from the Transnational Cooperation Activities (TCA) team shared the current findings of ongoing research into employability.
Find out more about the Employability group on the dedicated page: www.erasmusplus.org.uk/learning-networks-topics/employability
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Motivation project team
- 2. Vera Gurianova Team C Polina Poleshchuk Maxim Kramer Nikita Pomortsev
- 4. Steps of our presentation The option which we have chosen The background of the company Why we have chosen this company Explaination of our chose of subject Short stories about this experiment including our success and challenges Supportig evidence of interviewing Our conclusions on behalf on MT's effectiveness Our reccomindation for the company
- 5. One company, several motivation theoies Our chose is...
- 6. Company background and why we have chosen it We have chosen company "Ministry of Finance". The Ministry of Finance of the Republic of Belarus is the country's most important inancial resources management body, which implements a uni ied monetary policy on the basis of the constitution and other legislative acts and regulations. Therefore, we found it interesting to interview this company and ind out how they work there and how employees are motivated.
- 7. EXPLAINATION OF THE CHOSE OF SUBJECT We decided to interview Iryna(the manager). She has been working for this company for 4 years. She is uite good at motivating people and has good experience. She knows that people are individuals and react to motivation diffrent. and she knows that she should motivate people in a diverse way. we also interviewed two workers to ind out how these theories work and, in principle, whether they are present in reality
- 8. Short stories about this experiment including our success and challenges We came to the company, we were greeted very politely, we were taken to the room where the interview took place, we were offered with tea or coffee. After that, the manager asked us to wait a bit while she did her work. As it seemed to us, answers were very honest and sincere. And at the end of the interview we we were asked to write if personally, if we need any more details, which was very polite.
- 9. Theories Herzberg's two-factor theory The two-factor theory states that there are certain factors in the workplace that cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other. Direct uote #1: "Of course, I can try to eliminate factors that can cause dissatisfaction, but they will only calm, not motivate. Therefore, I try to pay more attention to the factors that will motivate my employees."
- 10. Self-determination theory This theory suggests that people are able to become self-determined when their needs for competence, connection, and autonomy are ful illed. Direct uote #2: “I know that some employees it motivates from inside, for them money is not so important. They work productively for the sake of being sent to study abroad - perhaps this is their dream.”
- 11. Locke’s goal setting theory Goal-setting theory refers to the effects of setting goals on subse uent performance. Researcher Edwin Locke found that individuals who set speci ic, di icult goals performed better than those who set general, easy goals. Direct uote #3: "The fact is that clarity and good feedback makes the work of the employee clear and easy. People do better when they get feedback on how well they are progressing toward their goals because it helps to identify inconsistencies between what they have done and what they want to do next — that is, feedback guides behavior.”
- 12. Comparison of effectiveness "Each theory is important and effective in its own way, they also affect each of the employees differently." "When I started working here, I realized that many of the knowledge from the University I do not really need and here I learn a lot. Now I have worked in the Ministry for a year and I know that I have become a more valuable specialist because such knowledge and experience can be acquired only when faced with almost everything. It motivates me a lot. I also really like that we all clearly formulate, explain and prescribe. Almost always it facilitates the work, but in rare cases, the time frame is set incorrectly or there is additional urgent work, which also takes time, and the old deadline no one removes." This shows, that for him more effective goal- setting theory. 'When I was looking for a job, I learned that here you can get additional foreign education for free. It's very motivated me inside to go to work here. And now I’m trying to work effectively and do all the tasks on deadlines." As we can see, for the second employee, the theory of self- determination is more effective. Example #1 Example #2 Main conclussion
- 14. We would like to propose... Expectancy theory
- 15. We are opened for any questions you might have